Multicare Women's Center Clinics - Pre-Bargaining Update

On the morning of November 20, our Women's Center Clinics bargaining team met to finalize proposals to kick-off negotiations with MultiCare. Now that we have won our union election, we are eager to enter the existing Clinics Collective Bargaining Agreement with UFCW Local 3000!

In order to prepare, we spent time reviewing wages, PTO, and a number of the articles in the existing contract to make sure that we are coming to our first day of negotiations with MultiCare stronger than ever. The terms of our bargain will mainly focus on how we are compensated on the union pay scales, and how the existing provisions of the union contract will impact our wages, hours, and working conditions.

After our review of the existing contract- and making sure our specific proposals matched the work we do at the Women's Center clinics- we provided availability to management through January 2025. We look forward to hearing back & getting to the bargaining table to fully realize our position as union members!

Once dates are set, we will continue to keep our coworkers in the loop throughout the process with bargaining updates after each session with the Employer.

"We're looking forward to moving forward! We feel stronger than ever before after seeing how high our unit's support for unionizing was. I think we're just feeling energized by the position we're in!"

—Liam Hughes, Medical Assistant @ Women's Center Sunrise; Carol Krings, Medical Receptionist @ Women's Center Puyallup

Northwest Administrators Bargaining Update

Our Union Bargaining Team met with Northwest Administrators Management for three joint sessions November 18-20. We have come to Tentative Agreements on almost all outstanding non-economic issues.

After our eighth pass at an economic package proposal Management has only been able to move from 1.25% increases on wages to 1.5% in each year. This is far less than the 3% each year we received in the last collective bargaining agreement!

We will have one more bargaining session on December 9th but have messaged to the Employer that we will be holding a vote on the offer that we receive by the end of that day.

If we cannot recommend the offer on the table by the end of that day, we will be recommending a NO vote. We do, however, hope Management will bring us an offer we can recommend.

PLEASE SAVE THESE DATES

pre-bargaining general membership update

December 5 at 6:00pm we will hold a Zoom meeting to discuss where we are in this process. Use this link to join the Meeting on Dec. 5 @ 6pm Meeting ID: 858 9205 3121 Passcode: 096731 >>

pre-contract vote meeting

December 12 at 6:00pm we will be holding a pre-vote meeting to discuss the offer prior to the contract vote. Use this link to join the meeting on Dec. 12 @ 6pm Meeting ID: 879 7252 0449 Passcode: 572147 >>

December 19 we will hold an online contract vote with details to be announced shortly.

Washington Beef - Contract Ratified | Contrato Ratificado

El día 14 de noviembre se llevó a cabo la votación para la aprobación de la oferta final del contrato colectivo laboral que la empresa Washington Beef le ofreció a los trabajadores(as) miembros de la UFCW 3000. El contrato fue ratificado por la mayoría de los votantes. 

Para la UFCW 3000 y sus miembros, esta fecha marca el inicio de una lucha que deberá mantenerse los próximos 3 años para lograr mejores condiciones laborales.  

En cuanto a los beneficios económicos, se logró un aumento de salario para los trabajadores, y apoyos para compra de equipo para empleados con más de un año de antigüedad en la empresa. 

Todas estas prestaciones y muchas otras, beneficiarán a los trabajadores de Washington Beef y la Unión UFCW 3000 trabajará para continuar con los entrenamientos voluntarios para los delegados de la Unión y así fortalecer el movimiento. 

Invitamos a todos los trabajadores a unirse a los grupos de Whatsapp y estar pendientes para los siguientes pasos. 

El día 14 de noviembre se llevó a cabo la votación para la aprobación de la oferta final del contrato colectivo laboral que la empresa Washington Beef le ofreció a los trabajadores(as) miembros de la UFCW 3000. El contrato fue ratificado por la mayoría de los votantes. 

Para la UFCW 3000 y sus miembros, esta fecha marca el inicio de una lucha que deberá mantenerse los próximos 3 años para lograr mejores condiciones laborales.  

En cuanto a los beneficios económicos, se logró un aumento de salario para los trabajadores, y apoyos para compra de equipo para empleados con más de un año de antigüedad en la empresa. 

Todas estas prestaciones y muchas otras, beneficiarán a los trabajadores de Washington Beef y la Unión UFCW 3000 trabajará para continuar con los entrenamientos voluntarios para los delegados de la Unión y así fortalecer el movimiento. 

Invitamos a todos los trabajadores a unirse a los grupos de Whatsapp y estar pendientes para los siguientes pasos. 

CHI Virtual Health - Bargaining Team Update

Our Virtual Health bargaining team met with management on November 7, 2024 for our sixth negotiation session to continue work towards a 2024 Collective Bargaining Agreement. While there are still a number of outstanding contract articles we are negotiating, we are also finalizing many tentative agreements with the Employer, meaning we are now primarily negotiating over some of our highest priorities we had for this round of bargaining.

On the 7th we exchanged proposals regarding:

• The training, onboarding, and mentoring process of new hires

• Expansion of our rights to bereavement leave

• An extended equal opportunity article, which aims to provide a supportive process for our coworkers should they face discrimination or harassment in the workplace

• And of course: premiums, differentials, and the wages we are paid for the hard work we do

We are continuing to review regional market wages and working hard to ensure that our pay at Virtual Health doesn't just reach the competitive rates in the first year of our contract, but that it stays competitive throughout the next few years. Furthermore, we are also working on some of the "formatting" of our wage scales - such as efforts to uniform the scales to the same number of total steps, and removing "ghost" steps (years where you do not receive a wage increase for another year of employment).

"We're making progress to ensure a fair contract is reached. We're dedicated to making sure we're compensated fairly, and that our union contract provides the support we all need to continue the hard work we do every day."

—Rayann La Madeleine, Monitor Tech

Your bargaining team: Faith Couch, Central Monitoring Telemetry; Chelan Henley, Virtual Companion; Rayann La Madeleine, Central Monitoring Telemetry; Francine Toves (guest), Virtual Companion
 

Three Rivers Hospital - RN's Contract Ratified with a Unanimous YES Vote

Bargaining Team: Karen Hurley, Lynette Swezey, Belinda Denchfield

OUR WINS:

Across the board wage increases:

• Effective November 1, 2024: 13% increase across the board

• Effective November 1, 2025: 3.5% increase across the board

• Effective November 1, 2026: 3.5% increase across the board

• $5 NIGHT SHIFT DIFFERENTIAL

• $3/hr Per diem RN premium

• Longevity Steps reduced from 1872 to 1564 hours. Meaning nurses will move to the next step on the wage scale three hundred and eight (308) hours earlier.

• Unscheduled Day of Work increased from time and one half to double time.

• Among other increases in premiums.

"After being part of this process, I will never question the importance of being part of a Union or what our dues pay for. It was enlightening to see how valuable OUR UNION is."

— Karen Hurley, RN

To join our union contact Amy Radcliff (509) 340-7370 orjoin our union here >>

Summit Pacific Medical Center - Bargaining Update

Our Bargaining Team is working hard to make sure that everyone has competitive wages and a fair and equitable place to work!

We have provided Summit with wage charts from many other area hospitals and clinics. We have discussed the cost of living and how competitive pay is for jobs in the area. Management has said they are listening and understand how recruitment and retention works. Our last bargaining session, management came to bargaining and told us why competitive wages are important to Summit's success.

WE AGREE! It's what we have been saying all along.

We all need to make enough money to pay bills and support our families.

Summit will be expanding soon and we know this means better service to our community. Management needs to understand that we are part of this community and we need to be paid fair wages.

OK Summit Management, it's time to put money in people's pockets.

Our next bargaining session is Friday, November 8.We hope that management will be ready for us.

Bargaining Team:Kimberly Starkweather, Allison Felder, Monica Ortiz, Barb Ford, Judea Prouty, Kurt Phillips.

To update your contact information:

Update Your Information >>

Mason Health - Bargaining Update

Our bargaining team is working hard for a fair and equitable contract and competitive wages.We have tentative agreements on many things, including:

• Updated Earned Time/Vacation/PSL language to make it compliant with the law.

• Staffing language that allows for an interactive process to discuss staffing issues.

• Department seniority lists for easier access to information.

• Updates to Jury and Witness Duty language.

• Updated Certification language improving the process.

We are still bargaining over wages and premiums and have spent a lot of time with management reviewing and discussing local area hospital wages and the importance of staying competitive.

They seem to understand this but have continuously said they don't want to be higher than everyone else (they want to be somewhere in the middle).

Our work needs to be valued and we need to be paid competitive wages.

Bargaining Team: Kris Woods, Brenda Routson, Jennifer Madera, Jessica Turner

Not getting updates? Update your contact information:

Update Your Information >>

REI Workers - Bargaining Update

Last Thursday and Friday, we met with REI’s attorneys to continue first contract negotiations. Our UFCW 3000 local leadership joined us at the table to show their support and amplify our voices. We bargained back and forth over language on Communication, Anti-Discrimination, Union Representation, New Technology, and Job Vacancies & Promotions. We also came to a Tentative Agreement on Successorship and Severability. But with no representatives who actually work for REI present and their attorneys holding firm to one-sided proposals, it still feels as though REI is stalling and avoiding making real progress towards an agreement. To make REI uphold its co-op values and to respect and invest in its union workers across the country, we need to share our stories and get our community involved in our fight.

BOARD OF DIRECTORS

We’re supporting Shemona Moreno in her candidacy for a seat on REI’s board of directors in 2025! Learn more at ourREI.com:

Shemona Moreno is a proud Latinx & Black woman and lifelong activist who sees social justice, climate justice, and playing outdoors as inextricably linked. It is for her family and friends that she works tirelessly to fight the systems of oppression that have led us to our current climate crises. It is for her family and friends that she works to build a community that is resilient, beautiful, and thriving — where ALL are welcome. She started her path into 350 Seattle as a volunteer during the Defund the Dakota Access Pipeline Campaign in 2016 and has worked her way up to being the Executive Director of 350 Seattle, a member of the 350 Seattle Board, and a representative for the 350 National Local Group Network.

Shemona believes REI should be leading the way with good union jobs, not blocking progress by union-busting and silencing the voices of its own employees. That’s not the REI Shemona knows and loves. She’s running to be a voice for the people in green vests who make REI great but who are not allowed a voice on the co-op’s board of directors.

GET INVOLVED! We’ll be leafletting around our community to support Shemona’s campaign and to raise awareness about our fight for a fair contract. Sign up here:

In front of the Bellingham store: 

Saturday, November 16 • 1:00 PM - 4:00 PM
REI Bellingham • 400 36th St, Bellingham, WA 98225

December dates & opportunities in Seattle and Bellevue to follow!

Mountains to Sound Greenway Annual Celebration

November 14, 5:30 PM in Seattle.

Mountains to Sound Greenway has many connections with REI, including CEO Artz and Sally Jewell. We’ll be attending this free event to chat with environmental leaders and let them know what’s going on with the campaign! If you are interested, sign up here: 

UPCOMING NEGOTIATIONS

We bargain next on December 16 and 17. To observe online, check your email for a link or contact a BT member.

Check the REI union Discord for upcoming negotiations around the country.

Our REI Bargaining Team: Alex Pollitt, Sue Cottrell, Tini Alexander, Sharon Martinez, Dan McCann

Jefferson ProTech Clinic Bargaining Update - October 4 and 11 Sessions

We recently held our second and third bargaining sessions with Jefferson Healthcare management on October 4 and October 11. Here's what we discussed:
 

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October 4 Session

Staffing Committee: At this session, we introduced new proposals to improve how the staffing committee operates. In 2023, UFCW 3000, WSNA, and SEIU 1199NW worked together to pass a new staffing law, SB 5236, aimed at improving staffing conditions for healthcare workers across Washington. This law requires hospitals to have a staffing committee that meets quarterly. The committee includes nursing staff like CNAs, HUCs, surgical techs, and ED techs, and it plays a critical role in developing staffing plans and tackling staffing challenges.

Our proposal strengthens these responsibilities by making sure these staffing rules are part of our collective bargaining agreement (CBA). This way, if there are any violations of the staffing committee’s operations, we can address them through the grievance process. We also proposed a clear process for handling both short-term and ongoing staffing problems, including using mediation to resolve any disagreements on staffing solutions.

While wages and benefits are important for recruiting and retaining staff, our proposed staffing language gives caregivers more control and a stronger voice in addressing staffing concerns at Jefferson Healthcare.
 

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October 11 Update

Unfortunately, the Hospital rejected our idea for an alternative way to resolve staffing issues, saying the current staffing committee (made up of both nursing staff and management) should be enough to solve problems. We believe more solutions—like incentive pay and retention bonuses—need to be part of the conversation, and we will keep pushing for binding mediation to ensure staffing issues are fully addressed.

Adding Per Diems to the Bargaining Unit

There’s been growing interest in extending the protections of our CBA to per diem caregivers. Right now, Jefferson Healthcare gives per diem staff some of the same benefits as full-time employees, but they can take those benefits away at any time.

By adding per diem staff to the CBA, they would get the same protections, including access to the grievance process for any contract violations. Although per diem caregivers would be represented by the Union, they can choose whether to become dues-paying members. We strongly encourage everyone to join, as union dues fund critical resources like legal representation, wages for bargaining committee members, and arbitration costs. Without dues, we wouldn’t have the power to enforce the CBA and protect caregivers.

October 11 Session

We were able to reach agreements on a few important issues:

• Workplace equity language
• Expanded paid sick leave: This can now be used for illness, vacation, holidays, or other leaves of absence.

 

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What’s Next?

Our next bargaining sessions are scheduled for October 25 and November 1. We will focus on crafting an economic proposal that includes competitive wages and benefits to help retain and recruit caregivers. We’re reviewing the wages and benefits of other hospitals to make sure our proposal is competitive.

Our union contract expires on October 31, 2024. Even after it expires, all provisions of the contract will remain in effect, except for the arbitration and no strike/no lockout clauses. Additionally, after October 31, the hospital is prohibited from making any changes to workplace conditions. If you notice any changes or believe the hospital has modified a workplace condition, please contact your Union Rep, Ryan Degouveia at (360) 662-1982.

If you have any questions, feel free to reach out to Ryan Degouveia. We’ll also be holding another contract update/contract action meeting in November—stay tuned for more details!

Our Bargaining Team: Kim Vasenda, LeAnne Potts, Donita French, and Casey Paredes  

Jefferson Healthcare RN - Bargaining Update October 21 Session

On October 21, we held our third bargaining session with Jefferson Healthcare.Although we had additional sessions planned earlier in the month, they were canceled due to the lack of coverage for the nurses on our bargaining team.

During this session, the Union presented several new proposals, including:

Health Benefits and Pension

Many nurses have expressed that the current health insurance costs are unaffordable. Right now, RNs pay 20% of the health insurance premium plus $1.722 per compensable hour (up to 173 hours per month).

We proposed a switch to a flat weekly rate for health insurance:

• PPO: $9/week for employee-only coverage and $23/week for family coverage

• HMO: $5/week for employee-only coverage and $19/week for family coverage

This would eliminate the $1.722 per hour contribution.

Additionally, we proposed increasing the Employer's pension contribution to 2.8% of each nurse’s gross salary. Under the current pension plan (Sound Retirement Trust/Sound Variable Annuity Pension Trust), RNs become vested after five years of service and receive monthly retirement benefits for life. This benefit extends to their spouse after their passing. Jefferson Healthcare’s combination of a pension plan (with employer-only contributions) and a 457b plan (with employee and employer contributions) sets us apart from many hospitals that offer only a 401k or 457b plan, helping nurses retire with dignity.

Recognition for Per Diem RNs and LPNs

There has been interest in extending the benefits and protections of our collective bargaining agreement (CBA) to per diem RNs and LPNs. Currently, Jefferson Healthcare offers them similar benefits to FTE RNs and LPNs, but these can be revoked at any time.

By adding per diem staff to the CBA, they would have the same protections, including access to the grievance process for any contract violations. While per diem staff would be represented by the Union, they could choose whether to become dues-paying members. We encourage everyone to join, as union dues fund critical resources like legal fees, wages for bargaining committee nurses, and arbitration costs. Without dues, we would lack the power to enforce the CBA and protect RNs and LPNs.

Resource RN and Low Census

Resource RNs have encountered issues volunteering for low census. We proposed allowing Resource RNs to volunteer for low census and increasing the Resource RN premium to $5/hour, which aligns with other hospitals in the area.

We reached agreements on several important issues, including:

• Workplace equity language

• A streamlined payroll error correction process

• Expanded paid sick leave, allowing it to be used for illness, vacation, holidays, or other leaves of absence

Employer’s Counterproposals

The Employer presented counterproposals to our staffing committee language and edits to existing articles, including:

• Bridging PTO benefits

• Partner units

• Seventh consecutive day pay

However, they rejected an alternative way to resolve staffing issues, stating that the staffing committee (composed of nursing staff and management) should be sufficient to address problems.We believe that solutions like incentive pay and retention bonuses should be on the table when creating solutions for staffing, and we will continue to push for binding mediation to resolve these issues.

Next Steps

Between now and our next bargaining session on November 4, we will focus on crafting our economic proposal.We are reviewing wages and benefits at other area hospitals to craft a competitive proposal that will help retain and recruit nurses and LPNs.

Our RN Bargaining Team: Robin Bridge, Michelle Grimmer, Chris Beatty, and Emily Bishop